WARN Act Archives

On behalf of Slinde Nelson Stanford posted in WARN Act on Tuesday, April 29, 2014.

As we've discussed before, the WARN Act generally requires large-scale employers to notify workers of any mass layoffs or plant closures 60 days before the event occurs. We've also discussed some circumstances, such as unforeseeable business events, or dire financial hardship, in which the Act's requirements are diminished. When a large-scale business is sold, however, when and to whom the Act applies can be tricky to determine.

On behalf of Slinde Nelson Stanford posted in WARN Act on Friday, February 14, 2014.

Recently, we've highlighted the WARN Act and its notice requirements and exceptions for employers. Today we'll continue that coverage by discussing the Faltering Company Exception to the WARN Act's notice requirements. Remember, if your business is facing a closure or mass layoff situation, you should contact a local attorney to determine whether your actions will be WARN Act compliant, or may fall within one of its exceptions.

On behalf of Slinde Nelson Stanford posted in WARN Act on Monday, February 10, 2014.

We've previously discussed the WARN Act and the notice requirements it places on employers facing closures or layoffs. In certain circumstances, regardless of the size or type of business, liability for noncompliance with the WARN Act may be avoided. You should consult an employment law attorney if you anticipate any drastic changes to your business's employment structure

On behalf of Slinde Nelson Stanford posted in WARN Act on Monday, January 6, 2014.

You've heard it a million times: finding a new job is easiest if you're already working. It's one of life's great ironies, but it is seemingly true. That's why sudden business closures and layoffs with no warning can have such a dramatic effect on those facing unexpected unemployment. In just the first quarter of last year, the Bureau of Labor Statistics reported over 150,000 layoffs in the private sector alone.

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